What We Do

Organizational Change

Hill, Barolet & Associates works with organizations undergoing significant change, such as mergers and acquisitions, restructuring, outsourcing, shared services and relocation. We provide support during times of change through clear, timely communications that maintain employee focus and commitment through challenging transitions.

Supporting Employees in Times of Change

Let Leaders Lead Leaders must have a visible role when an organization is undergoing significant change. They are best positioned for providing the rationale for change, as well as the vision for the future. So, when designing a change communications strategy, be sure to identify a role for the organization’s leadership.

Engage ManagersManagers can make or break change efforts, so engage them, support them, and give them the communication tools they need to help employees through the day-to-day challenges of their changing organization.

Keep Messages Clear, Candid and TimelyWhen communicating change to employees, the simpler, the better. No business-speak, and no buzzwords. Clearly state what’s changing for employees, how the change will affect them, and what actions, if any, are needed from them.

Get PersonalStrategies don’t change organizations; people do. While planning for change is extremely important, it’s easy to get stuck strategizing about the strategy so that you overlook the people issues. Make sure your communications clearly explain what’s changing for employees. What does their future look like? How will their day-to-day responsibilities change? And why should they care?

Find Your ChampionsIn every organizational change, there are employees who may not have an official role in the change effort, but who immediately “get it” and are quickly on board with the transition. Identify those individuals, recognize and praise them, and enlist them as resources for helping others through the period of change.

Value Your DetractorsThose grim-faced employees who sit at the back of the room whispering among themselves can be a tremendous asset to your communications effort. They argue during your presentation, scoff at your business rationale and view any change initiative with skepticism. Believe it or not, their objections will help you strengthen your strategic approach. So seek out your detractors, engage them and hear what they have to say.

Provide Regular UpdatesCompanies often under-communicate during times of change because they are afraid employees won’t like what they hear or because they don’t have all the answers regarding the change. Whatever you do, don’t go silent. Tell employees what you know. And even what you don’t know. Regular, ongoing communications will help you keep the rumor mill in check.

Keep it BalancedSharing good news only will quickly erode the credibility of your communications. Celebrate the wins and be candid about the setbacks. Employees deserve — and appreciate — honest, open communications. Don’t disappoint them.